Human Resources and Security Specialists should use this tool to determine the correct investigation level for any covered position within the U.S. Federal Government.
Yes, under delegated competitive examining, an agency may establish its own retesting policy and procedures. The Uniform Guidelines on Employee Selection Procedures (Section 12: Retesting of Applicants, http://uniformguidelines.com/uniformguidelines.html#50) requires employers to provide applicants with "a reasonable opportunity for retesting and reconsideration." It's good practice to provide a reasonable opportunity for retesting, which should also be consistently communicated to all applicants. Unless the examination announcement states otherwise, the default policy is that applicants may reapply and be reassessed at any time as long as the examination is still open.
The technical and/or administrative basis for a retesting policy should be clearly explained and documented (e.g., availability of alternate forms of an assessment, impact on the validity or integrity of the assessment process). Additional retesting information appears in other authoritative sources such as:
Factors that should be considered with retesting include:
Employers and other users of high-stakes assessments are subject to legal and other pressures to provide reassessment and reconsideration opportunities to applicants. The major consideration is the potential for retesting to undermine the integrity and usefulness of the assessment procedure.
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